blogList

Research by <a href="https://www.imi.ie/media/Trust_and_Leadership_IMI_2018.pdf">Interaction Associates</a> uncovered that companies with high levels of trust are two and a half times more likely to have higher revenue compared to companies with low trust, while a study by <a href="https://webcdn.ultimatesoftware.com/static/pdf/whitepapers/National-Study-Satisfaction-at-work.pdf">ultimate software</a> found that 93.5% of employees feel that trust in their boss is absolutely essential for them to stay satisfied at work.
Everything in your company crumbles without trust.
Employer-employee relationships built on trust will cultivate a workforce of inspired, engaged, productive and innovative teams, which ultimately leads to a competitive advantage. 
As a leader, it’s your job to build and maintain trust in your workplace. So how do you cultivate a culture within your company that is built upon trust? 
1. Open Communication: Tell employees your future plans from day one
There is a fantastic opportunity to build trust with all new employees. Communicating future goals and ambitions for the company and clearly outlining the roles employees have in these plans will play a significant part in achieving these objectives.
Communicating the big picture and sharing your hopes and aspirations will create an open working environment from the start. 
Uncertainty about the future of the company can cause unnecessary stress for your staff. Being clear and concise about the company’s plans will remove any doubt and inspire your employees to help achieve the mission. 
2. Schedule regular meetings 
Setting aside 5 to 10 minutes a week with employees will create a trusting environment where ideas and feedback can be freely discussed. 
An easy way to get the ball rolling is to ask your employees:• What is going well?• What could be going better?• What ideas do they have to improve upon their work? 
3. Acknowledge your mistakes
Show your employees that you’re human too. When people show their imperfections with absolute honesty, they automatically become more trustworthy. Employees will be able to relate and connect to you on a higher level because every one of us knows what it’s like to mess up. 
If you make a mistake and fail to acknowledge it but yet your employees know you made a mistake, it will weaken your character; display your inability for personal growth along with highlighting a complete lack of self-awareness. This is detrimental for building trust with your employees. 
The golden rule: Always admit when you made a mistake and never be afraid to apologise to your employees. 
4. Show your appreciation immediately
Immediate appreciation for a job well done is an excellent way to build trust and it’s backed up by science. 
<a href="https://hbr.org/2017/01/the-neuroscience-of-trust">According to Paul J. Zak, </a>professor at Claremont Graduate University, states; “The neuroscience shows that recognition has the largest effect on trust when it occurs immediately after a goal has been met, when it comes from peers, and when it&#39;s tangible, unexpected, personal, and public.&quot;
5. Set up team building activities
Team bonding activities don’t have to be extravagant and time consuming. It can be as simple as going to lunch on Fridays, doing an end of week review, or setting up a dinner for your employee’s birthday or anniversary. 
Perhaps there is a lunch time gym or yoga class that you and your staff could attend. 
Another option would be to find a cause that your employees are passionate about and explore volunteering opportunities. Happiness levels are known to increase when people are part of a cause that’s bigger than themselves. A sense of community and meaning will do you and your staff the world of good. 
6. Be a leader
There are some simple standards to live by if you want to display your leadership qualities to instil trust in your employees: 
Take the fall and give credit
Here is a great rule to follow: If your team fails on a project, it’s your fault. If the project is a success, it’s the team’s achievement.
Never speak ill of your employees. Badmouthing will eventually get back to the employee and will break trust and diminish respect. Never say anything about someone that you wouldn’t say to their face.
Never ask your employee to do a task that you’re not willing to do. You are the example – go set it. 
Don’t say anything that makes you weak. If you commit to a project or task, always follow through with it. The level of trust you have with your employees depends on your integrity. Saying one thing and doing another will build suspicion and diminish trust. To avoid damaging your reputation as someone who walks the walk, only commit to things you feel you can do. 
7. Reduce stress
Paul Zak, the leading expert in the area of trust, <a href="https://hbr.org/2017/01/the-neuroscience-of-trust">discovered that stress inhibits the production of oxytocin which is a chemical that drives people to trust.</a> Stress can cause employees to be less social and more paranoid about the intention of others. A stressful environment will cultivate a culture with a lack of trust. 
Ways you can reduce stress in the workplace:
• Encourage employees to use up their annual leave to avoid burnout 
• Improve work life balance – explore options of flexible working hours or allow your employees to work from home 
• Help staff to manage their time 
<a href="https://www.stress.org/workplace-stress">The America institute of Stress found</a> that 46% of employees said their workload was the main source of stress at work. There is a big difference between staff who are overworked and staff who don’t know how to manage their time effectively. Having open communication with your employees about their workload and time management will provide you with feedback. If anyone is struggling offer advice and solutions on how they can prioritise their work better to remove stress. 
8. Empower your employees
Delegating projects or important tasks to your employees will show them that you trust them. This will provide motivation for them to prove their worth. 
If the project work is successfully completed then rinse and repeat. Increase the level of responsibility for your employee. By challenging your employees with the right amount of work load that they can bear, they will feel valued and motivated to perform for you. 
Building trust with your employees will take consistent daily effort and in time, it will pay off exponentially in the long term. But remember, look after yourself too!

8 Ways to build trust with your employees

Director & Chief Biscuit Dunker

Sean Breen

<h2>MANY PEOPLE DO NOT REALISE THAT THEY ARE ELIGIBLE FOR THE WORKING FAMILY PAYMENT. WHAT IS IT AND HOW DOES IT WORK? </h2>The Working Family Payment works by giving a tax-free payment each week, to people on low incomes who have at least one child who normally lives with them and is financially dependent on them.The payment is linked to the number of children you have, and the income you are in receipt of.If your income is less than the income limit for the size of your family, you receive a payment of 60% of the difference.&lt;ad&gt;If you have three children, in order to qualify your weekly earned income must be less than €723.So, if, for example your net weekly income is €550, the amount you would qualify for, is €104. And how that’s worked out is €723 - €550 = €173 x 60% = €103.80 (the payment is rounded up to the nearest euro).IntroductionWorking Family Payment (WFP) (formerly known as Family Income Supplement (FIS)) is a weekly tax-free payment available to employees with children. It gives extra financial support to people on low pay. You must be an employee to qualify for WFP and you cannot qualify if you are only self-employed.You must have at least one child who normally lives with you or is financially supported by you. Your child must be under 18 years of age or between 18 and 22 years of age and in full-time education. (Your child continues to qualify until the end of the academic year if they turn 22 while in full-time education.)To qualify for WFP, your average weekly family income must be below a certain amount for your family size. The payment you receive is 60% of the difference between your average weekly family income and the income limit which applies to your family. For more information about average family income see ‘Rates’ below.&lt;ad&gt;Your Working Family Payment is not taxed. If you are getting WFP you may also be entitled to the Back to School Clothing and Footwear Allowance. Your income from WFP is not taken into account in the assessment for a medical card.The Back to Work Family Dividend (BTWFD) and WFP can be paid together and the BTWFD will not be taken into account in the income test for WFP.<h2>Rules</h2>WFP is a tax-free weekly payment for employees who:<ul><li>Work 38 or more hours per fortnight (any combination of hours that reaches 38 hours each fortnight is acceptable). You can combine your weekly hours with your spouse, civil partner, cohabitant&#39;s hours to meet this condition. You cannot use time spent in self-employment (or on Community Employment, Gateway, Tús, JobBridge or the Rural Social Scheme) to meet this condition.</li><li>Where the employment is likely to last at least 3 months</li><li>Have one or more children who normally live with you and</li><li>Earn less than an amount set according to your family size</li></ul>&lt;ad&gt;You must be employed in the Irish State and pay tax and PRSI here. Under EU regulations you may be able to claim WFP if your children are living abroad and dependent on you. Generally, the payment continues for one year (52 weeks) and is not affected by, for example, an increase or a decrease in earnings.However, in the following 2 circumstances, your weekly rate of WFP can be revised during the year:<ul><li>If you start to care for an additional child your WFP rate can be increased.</li><li>If you were getting a One-Parent Family Payment (OFP) and your payment stopped because your youngest child reached the relevant OFP age limit, your WFP rate can be revised (by disregarding the rate of OFP assessed in your most recent WFP income test).</li></ul><h3>Job changes</h3>If your pay from work is reduced your Working Family Payment will stay the same. It will not increase. However, when your Working Family Payment ends you can re-apply giving details of your new reduced income. (WFP is usually paid for 52 weeks. At the end of the 52 weeks, you can re-apply for WFP.)If the number of hours you work each week is reduced to below 38 hours per fortnight, you are no longer entitled to WFP. You should notify the WFP section if your hours fall below this minimum requirement.If you move to a new job, your current entitlement to WFP will cease and you must notify the WFP section. You may re-apply for WFP for your new job.If you lose your job you are no longer entitled to WFP. You must notify the WFP section.<h3>Getting WFP with other social welfare payments</h3>You cannot get WFP if you are on one of the following schemes or social welfare payments:<ul><li>Community Employment Scheme, Gateway, Rural Social Scheme, or the Tús scheme.</li><li>Jobseeker&#39;s Benefit, Jobseeker&#39;s Allowance, Jobseeker&#39;s Transitional payment or Farm Assist</li><li>Pre-Retirement Allowance</li><li>Part-Time Job Incentive Scheme.</li></ul>Your spouse, civil partner or cohabitant can claim WFP while you are getting one of these payments. However an Increase for a Qualified Adult (IQA) will no longer be paid and your social welfare payment will be assessed as income for their Working Family Payment. Any Increase for a Qualified Child will be affected. Similarly, if your spouse, civil partner or cohabitant is getting one of these payments, you can qualify for WFP but an IQA will no longer be paid for you.If you are parenting alone you may be entitled to WFP in addition to your One-Parent Family Payment, Deserted Wife&#39;s Benefit or Widow&#39;s, Widower&#39;s or Surviving Civil Partner&#39;s (Contributory) Pension.You can get Illness Benefit or Injury Benefit while you are getting WFP (for 6 consecutive weeks). If you are out of work for more than 6 consecutive weeks, payment of WFP is suspended until you return to work and send a final certificate into the Illness Benefit or Occupational Injury Benefit section or until your WFP award period expires (whichever is the earlier).Under the Maternity Protection Act 1994, a woman on maternity or adoptive leave is entitled to be treated as if she is in employment. This means that she can claim WFP (provided she meets the conditions of the Working Family Payment and has a family – a pregnant woman who has no other children does not qualify for WFP until the birth of the baby). Your income must be less than the income limit for your family size and is normally calculated using your gross earnings to date or your P60. Your WFP claim will then be paid for 52 weeks from the date you applied. You are not entitled to continue to claim WFP if you take additional unpaid maternity or adoptive leave, if you lose your job after returning to work or give up your employment.&lt;ad&gt;<h3>Maintenance</h3>A separated parent can apply for WFP once he or she meets the qualifying conditions and<ul><li>Is living with the children or</li><li>Is wholly maintaining the ex-spouse, ex-civil partner or ex-cohabitant with whom the children are living</li></ul>Wholly maintaining means that maintenance paid by you, the WFP applicant, must be the main income of your ex-spouse, ex-civil partner or ex-cohabitant. Your former spouse or partner cannot have more than €100 a week income in their own right and cannot be married, in a civil partnership or cohabiting.WFP is awarded for 52 weeks. A person included in your WFP award cannot be paid WFP in their own right or be included in another WFP claim during that 52 week period.Paying maintenanceIf you are a separated parent and paying maintenance you may qualify for WFP. To qualify, you must be wholly maintaining the parent with whom the children are living. Only one payment can be made for a family so the parent to whom you are paying maintenance must not be getting WFP. You must supply written evidence from this person to show that they are getting maintenance.If you are paying maintenance as a result of a court order or legally binding agreement for a second family, the amount of that maintenance payment will not be deducted from the income to be assessed for WFP.&lt;ad&gt;Getting maintenanceAll income from maintenance is assessed in the means test for WFP. This includes maintenance for you and maintenance to you for any of your children. If you are getting maintenance from more than one person, all the payments are added together and the total is assessed as means.Your housing costs (your rent or mortgage repayment) up to a maximum of €95.23 per week can be offset against maintenance payments. Half the balance is then assessed as means. You must provide proof of rent or mortgage payments. You cannot offset your housing costs against maintenance payments for WFP, if you have already done so in the means test for another social welfare payment.Non-cash benefits are not assessed as means. For example, if your rent or mortgage payments are made by an ex-spouse or partner under a maintenance agreement it is not assessed.You can get more information on how maintenance is assessed as means.<h2>Rates</h2>WFP is calculated on the basis of 60% of the difference between the income limit for the family size and the assessable income of the person(s) raising the child(ren). The combined income of a couple (married, in a civil partnership or cohabiting) is taken into account.Income from any source (except for the disregards stated below) is assessed. The WFP income test does not assess capital. This includes property you own, bank accounts and cars. The Department of Employment Affairs and Social Protection (DEASP) does assess income you get from tenants who rent a property you own, it may examine your bank accounts to check for other income sources and it may assess income derived from use of a car that you own (for example as a taxi).The main items counted as income are:<ul><li>Your assessable earnings and your spouse, civil partner or cohabitant&#39;s assessable earnings. (Assessable earnings are gross pay minus tax, employee PRSI, Universal Social Charge and superannuation (including the Public Service Pension Levy and contributions to Personal Retirement Savings Accounts.) Income from working as a home help is included.</li><li>Any extra income you or your spouse, civil partner or cohabitant have from employment (such as pay for overtime, bonuses, allowances or commission).</li><li>Any income you or your spouse, civil partner or cohabitant may have from self-employment.</li><li>Income from occupational pensions.</li><li>Income you or your spouse, civil partner or cohabitant may have including social welfare payments and student grants.</li><li>All family income from carer&#39;s payments (Carer&#39;s Allowance or Carer&#39;s Benefit).</li><li>Rental income from the letting of property or land (the capital value is not assessed). The gross rental income is assessed and you cannot deduct mortgage payments or other expenses. Rental income from renting a room in your house is included.</li></ul>&lt;ad&gt;Generally, all financial compensation is taken into account. However,certain types of compensation are not assessed as income. You can find a list of compensation payments not assessed as income.The following payments do not count as family income:<ul><li>Child Benefit</li><li>Guardian&#39;s payments</li><li>Supplementary Welfare Allowance</li><li>Domiciliary Care Allowance</li><li>Foster Child Allowance</li><li>Rent Allowance for tenants affected by the de-control of rents</li><li>Rent Supplement</li><li>Income from a charitable organisation</li><li>Income from providing accommodation to students studying Irish in Gaeltacht areas under a scheme administered by the Minister for Arts, Heritage and the Gaeltacht</li><li>Payments under the 1916 Bursary Fund from the Department of Education and Skills</li><li>Uversity payments made under the Higher Education Scholarships for Adult Learners of up to a maximum of €7000 per year</li><li>Payments under the Department of Education and Skills&#39; school transport scheme for children with special educational needs</li><li>Any income your children may have</li></ul><h3>Calculating income for WFP</h3>The Department of Employment Affairs and Social Protection (DEASP) calculates your assessable earnings over a certain period of time.Because WFP is paid over 52 weeks, the DEASP tries to calculate your average earnings over a similar period of time. Normally they will use your latest P60 or your gross earnings up to the date of your application. If you are newly in employment, your average weekly income is calculated from when you started work with that employer.Your P60 is also used to calculate your average weekly income when your claim is being renewed. If your spouse, civil partner or cohabitant is self-employed, his or her income over the 12-month period before you lodge your claim is used to work out his or her average weekly income.Again, to qualify, your average weekly family income must be below a certain amount for your family size. You can read examples of calculations on welfare.ie.&lt;ad&gt;<h4>WFP income limits from 25 March 2019</h4>If you have:And your weekly family income is less than:• One child €521• Two children €622• Three children €723• Four children €834• Five children €960• Six children €1,076• Seven children €1,212• Eight or more children €1,308It&#39;s important to be aware, that if you qualify for WFP, you get a minimum of €20 each week. You can use the Department&#39;s benefit of work estimator to work out the total amount you would get working (including any Working Family Payment). It also compares this amount to what you are getting in jobseeker payments (including Rent Supplement).If you are getting WFP you may also be entitled to the Back to School Clothing and Footwear Allowance.<h2>How to apply</h2>To apply fill in an application form for Working Family Payment (pdf). You can get a copy of this form in your Intreo Centre or Social Welfare Branch Office. If you need help to fill in this form, the staff in your Intreo Centre, Social Welfare Branch Office or Citizens Information Centre can help you.To make sure that your application for WFP is processed as quickly as possible, you should include your latest P60 form and your most recent payslip with your application.If you think you have been wrongly refused WFP you can appeal this decision.<h2>Where to apply</h2>Send your completed Working Family Payment application form to:<h3>Working Family Payment (WFP) Section</h3>Department of Employment Affairs and Social ProtectionSocial Welfare Services OfficeGovernment BuildingsBallinalee RoadLongfordIrelandOpening Hours: Phone line: 10:00am -12:30pm &amp; 2.00pm - 4.00pm, Monday to Friday.Tel: (043) 334 0053 (If calling from outside the Republic of Ireland please call +353 43 334 0053)Locall: 1890 92 77 70 (Note: the rates charged for using 1890 (Lo-call) numbers may vary)Email: WFPSupport@welfare.ieYou can also use the following email addresses:<ul><li>New applications: WFPNewClaims@welfare.ie</li><li>Renewal applications: WFPRenewals@welfare.ie</li></ul>More information on all of the above can be found <a href="https://www.citizensinformation.ie/en/social_welfare/social_welfare_payments/social_welfare_payments_to_families_and_children/family_income_supplement.html">HERE.</a><a href="https://www.citizensinformation.ie/en/social_welfare/social_welfare_payments/social_welfare_payments_to_families_and_children/family_income_supplement.html"></a>

Are you eligible for the working family payment?

The Irish Road Trip are looking to pay someone €22 per hour to sample and review free pints of Guinness!The best part?The pubs that the successful applicant will be visiting are ones known for pouring some of the finest drops in Dublin.If this tickles your fancy, keep on reading!The job in a nutshell: The Irish Road Trip is looking to pay someone (€22 per hour + your pints paid for) to visit and review pubs in Dublin that are known for pouring velvety pints of the black stuff.<h2>What the job involves</h2>The successful applicant will be provided with a ‘hit list’, of sorts (see below).The list contains a handful of Dublin pubs that are known the island over for the quality of their pint.The successful applicant will then be required to:<ul><li>Visit each pub</li><li>Order a pint</li><li>Consume said pint</li><li>Snap a photo</li><li>And write a 250-word review</li></ul>It’s that simple.<h2>The pubs you’ll be visiting are</h2><ul><li>The Gravediggers</li><li>The Long Haul</li><li>Mulligan’s</li><li>The Strawberry Hall</li><li>Gaffney’s</li><li>Tom Kennedy’s</li><li>Toners</li></ul><h2>Interested? Here’s what you’ll need to apply</h2>To get yourself in the running for the job you’ll need to:<ul><li>Have the ability to string together an enticing pint review</li><li>Be able to snap a high-quality photo of a pint (no fancy camera needed – a snap with a phone is grand!)</li><li>Have space in your calendar to visit each of the 7 pubs above over a four-week period in November and early December</li><li>You’ll obviously need to be over 18 (see t&amp;cs below)</li></ul>Simple right?!<h2>How to apply</h2>Here’s how to get yourself in the running:<ul><li>Write a mini (300 words or less) review of a great pint of Guinness that you’ve had recently </li></ul>We want to taste and experience it through your words, as if we were sat there with you!You can submit your application <a href="https://www.theirishroadtrip.com/guinness/">here</a>.If you can’t submit an application, email your review to keith [@] memoriesfromireland [dot] com.<h2>Terms and Conditions</h2><ul><li>Applicants must be 18+ to apply</li><li>Deadline for applications: September 28th, 2019</li><li>Note: This is not a full-time role</li><li>We don’t condone binge drinking – the successful applicant must review the pubs responsibly, in stages</li></ul>Original source: <a href="https://www.theirishroadtrip.com/guinness/">The Irish Road Trip</a>

Get Paid To Drink Pints Of Guinness In Cosy Pubs This Winter

The global governance, risk and compliance company announced plans for a significant expansion in its Ireland-based workforce.Global governance, risk and compliance company DMS announced that it will significantly increase its Ireland-based workforce, creating an additional 50 roles in Cashel, Tipperary.The 50 new positions are now open, with roles for highly-skilled financial service professionals and qualified accountants.After acquiring Aviation Corporate Services in 2018, DMS announced that it would create 50 new jobs in Cashel, but the company is now doubling down on its plans for the Tipperary base. On the back of recent expansion in Dublin, this brings the company’s total commitment to employment in Ireland to more than 200 staff.Speaking at the official opening of the company’s new office in Cashel, Minister for Business Enterprise and Innovation Heather Humphreys, TD, said “I am delighted to be here today with the DMS Governance team to celebrate the opening of its new office and to announce that another 50 highly-skilled financial service positions will be coming to Cashel.“This once again highlights the Government’s success in ensuring we have the conditions necessary to encourage ongoing job creation in the regions. I would like to congratulate DMS Governance, thank them for this investment in Tipperary and wish them the very best for the future.”Minister of State with responsibility for insurance and financial services, Michael D’Arcy, TD, added that the prospect of new roles in financial services outside of Dublin “highlights the talent available throughout Ireland.”Derek Delaney, chief operating office at DMS, said: “When DMS initially acquired Aviation Corporate Services in Cashel, we were extremely impressed with the quality and experience of their existing team and had anticipated recruiting up to 80 further staff members locally.“Since that time, we are pleased to report on the high calibre and quantity of local candidates, and now colleagues, that we have recruited. As a result of this significant growth, our assurance in this new DMS location has been validated and we are now placing several global centres of excellence in the new Cashel office.”Source; siliconrepublic.com

DMS announces 50 new financial services jobs in Cashel

A Pennsylvania-based cybersecurity company has revealed its plans to establish a European HQ and security operations centre in Kilkenny.Security Risk Advisors is currently on the hunt for staff to support the establishment of a new security operations centre in Kilkenny. In total, the company intends to take on 52 new recruits over the next five years.This is the Pennsylvania-based company’s first international office outside the US and will enable the company to provide monitoring services 24 hours a day, 365 days per year, bolstering its offerings to European customers, in particular.Security Risk Advisors is a computer and network security company that provides cybersecurity consulting and managed security services to multinational, international and large non-profit organisations. It was founded in 2010 and currently has 134 employees in offices in Philadelphia and New York.<h2>Kilkenny hub</h2>Tim Wainwright, managing director of Security Risk Advisors, said: “We are proud to establish an office in Kilkenny. The proximity to top colleges and industry-leading companies, in addition to the quality of life in the south-east region, made the decision to open our first international office in Kilkenny an easy one.“Security Risk Advisors looks forward to remarkable success delivering world-class consulting services, contributing high-quality cybersecurity thought-leadership and developing the next generation of security professionals here.”John Paul Phelan, TD, Minister of State at the Department of Housing, added that he is pleased the company has chosen Kilkenny as the location for its first international office. “The decision to locate their office here is a testament to Kilkenny’s highly skilled workforce, as well as its strong network of nearby educational institutions like Waterford IT and Carlow IT, which provide companies with the talent they need to succeed and grow.”Security Risk Advisors is not the only firm to announce expansion plans this week. Both DMS Governance and HighRoads both revealed recruitment plans across Ireland, with new roles in a range of disciplines.Source; siliconrepublic.com

More than 50 new roles at Kilkenny Security Risk Advisors hub

Irish building firm MMD Construction has announced plans this morning to create 100 new jobs - almost doubling its workforce - over the next two years following a surge in demand for its services.The company, which has or is developing several landmark health and education projects for the state in Cork, will also mark the official opening of its new €6m office building at the Cork Airport Business Park later today, with Tanaiste Simon Coveney in attendance.Recruitment is already underway for positions such as project managers, engineers, BIM technicians, carpenters and plasterers.The new roles will help the firm to meet growing demand for its construction services from several sectors, including pharmaceutical, healthcare, residential and education.The firm is currently building the massive €30m Carrigaline Education Campus in Co Cork.It is one of the largest and most ambitious combined primary and secondary school development projects in the country.Source: Breakingnews.ie

100 new construction Jobs announced in Cork

Invitation to employersCareers in Ireland Recruitment FairLondon, United Kingdom14th of September 2019EURES Ireland will be hosting an Irish Recruitment Fair in London on the 14th of September 2019.This event will take place in Clayton Hotel, Chiswick. https://www.claytonhotelchiswick.com/ This is a great opportunity for employers to recruit people living in the UK who are interested in working in Ireland.This event will be promoted to jobseekers, job changers and unemployed people living in the UK. It will also be advertised through a targeted social media campaign and through various stakeholders including Universities, Irish Organisations, GAA clubs and any relevant Professional Bodies, etc. Exhibition space (stands) will be provided to employers free of charge. Employers will need to cover the cost of flights and accommodation. We will assist with travel arrangements if required. To register your interest please contact EuresEvents@welfare.ie for an application form. If you require more information please contact: - your local EURES Adviser or EURES Ireland National Coordination Office- Deirdre Reid (deirdre.reid@welfare.ie Tel. 086 82 48 289) or - Sinead Watters (sinead.watters@welfare.ie ; Phone: 016732702/087 1322407)RegardsEURES Ireland

Irish Jobs Fair London Saturday 14th September

We’ve all been through the gruelling experience of our friends, family, co-workers and even strangers on the street telling us we need to smile more. But studies conducted by Penn State University in Pennsylvania and Buffalo University in New York claim that acting on that advice can actually lead to an increase in alcohol consumption.
According to the report published by the Journal of Occupational Health Psychology, the study focused on subjects who worked in catering and hospitality, school and university teachers, and those in the medical profession such as doctors and nurses.
Using data collated from interviews with 1,592 American workers, the study found that forcing or holding back emotions in the workplace (termed ‘surface acting’) connected the amount of alcohol they consumed afterwards, as well as how autonomous they felt and how impulsive they were with decisions.
Alicia Gradney, a professor in psychology at Penn State University, said in a press release: ‘Faking and suppressing emotions with customers was related to drinking beyond the stress of the job or feeling negatively.
‘It wasn’t just feeling badly that makes them reach for a drink. Instead, the more they have to control negative emotions at work, the less they are able to control their alcohol intake after work.’ 
In other words, forcing yourself to smile at work to keep other people happy takes so much self-control to maintain that once your working day is done, you’ve not got any left to control your drinking. It’s not totally an emotional thing – you’re not overdoing it because you hate your job and need something to take the edge off – more the fact that you’ve expended so much energy during working hours that there’s nothing left to combat your brain’s call for one more drink.
It also occurs on weekends, too.
Gradney went on to claim: ‘Smiling as part of your job sounds like a really positive thing, but doing it all day can be draining.
‘In these jobs, there’s also often money tied to showing positive emotions and holding back negative feelings. Money gives you a motivation to override your natural tendencies, but doing it all day can be wearing.
‘Employers may want to consider allowing employees to have a little more autonomy at work, like they have some kind of choice on the job, and when the emotional effort is clearly linked to financial or relational rewards, the effects aren’t so bad.’ 
Basically, if the workers believe that their faux happiness isn’t going to help them progress in their job, they’re more likely to descend into alcoholism as a result of drained emotional energy during the day. But should employers allow their workers to have more control and free will over their engagement and sense of purpose, this is less likely to happen.
They also need to feel able to express their true emotions, even if they might be a tad negative.

Fake smiling at work may lead to heavy drinking - Study finds

PART-TIME BOOTCAMP
UX DESIGN
Master brilliant basics of user experience design and how to create impactful, purposeful and beautiful experiences.WHY JOIN THIS COURSE?
This 18-week Bootcamp has been designed to teach you the core concepts in UX. You will learn the skills of a UX Designer and apply them across a wide range of platforms such as Web, Mobile, Wearables, AI, AR/VR, Medical, Software as a Service (SaaS) and Gaming. You will leave with the skills needed to conduct UX research, develop hypotheses, validate them using prototypes and run design sprints.
Every week, you’ll do two evening sessions that blend lecture and practical labs to ensure you get practical experience and develop your portfolio to accelerate your career.
The demand for user experience (UX) design skills has never been higher. Increasingly, Graphic Designers, Web Developers, Software Engineers and Product Managers need to truly understand their users before they can create the right solution.BUILD YOUR PORTFOLIO
Building your design portfolio is important to all designers and getting the opportunity to work with ambitious companies in this space also build a valuable network. This is why we have developed two project components into our Bootcamp. The projects are actual UX Design challenges. One project component is called Bring Your Own Design challenge (BYOD) and is to be sourced by you from within your own work. The other component is the Industry Project sourced by Talent Garden from external industry partners.LEARNING OUTCOMES
<ul><li>Apply end-to-end User Experience principles and research strategies.</li><li>Apply specific UX standards, conventions and work practices across a wide range of areas such as Web, Mobile, SaaS, Wearables, Medical and Gaming.</li><li>Learn about user testing, cognitive user behaviour and Human-Computer Interaction models.</li><li>Conduct UX Audits using current frameworks (journey maps, personas and customer value curves) to articulate the existing customer experience.</li><li>Learn about the future of UX on emerging media such as voice, haptics, 360 video, chatbots and the new opportunities and skills required.</li><li>Understand the importance of evolving business models and how to collaborate with key stakeholders and customers to drive product direction in a commercial environment.</li><li>Design, develop and run collaborative Design Sprint tailored to various contexts.</li><li>Build your portfolio, your network and accelerate your design career.</li></ul>Key learning areas
SOFTWARE AS A SERVICE
UX design is core to the Software as a Service (SaaS) model as it is built upon key interactions between the user and the product/service. Our Bootcamp takes a deep dive into how to optimize your SaaS user experience and deliver higher adoption rates, lower initial costs, and painless upgrades. Learn about the process of designing SaaS systems, validating product/market fit, UX frameworks and principles, onboarding, UI design, premiumisation of features, right through to creating go to market and customer retention strategies.
TRANSMEDIA
Designers have to leverage many forms and styles of media in order to connect with new users and retain existing ones. Learn how to reimagine and redefine for these audiences who will engage with your work. Transmedia goes beyond text, visual and screen elements to explore emergent forms of voice, 360 video, VR and haptics in a design context. This reflects not only on how we design for users but also who will engage and consume our offerings.
DESIGN SPRINT
Learn the theory behind what exactly a Design Sprint is and crucially how it has evolved into the world of practice. Learn from industry experts how to run your own sprint and the process involved in fulfilling real user needs. This agile method helps you to see finished products and understand customer reactions before making any expensive commitments. Sprints are a valuable part of any designers toolkit and with the right approach, they enable iterations and interaction with real customers and cross-functional teams, in a short time period.
DESIGN TOOLBOX
The designer&#39;s toolkit is large and forever evolving. We will teach you many tools and most importantly when to use which. Learn about core user-centred methodologies including Design Thinking, Lean UX and Customer Co-Creation practices. Understand how to choose the right prototype and the right level of fidelity. Learn the best interactive prototype tools and understand what Artificial Intelligence holds for the future of UX.Register here: <a href="http://bit.ly/2Ym4g43">http://bit.ly/2Ym4g43</a>

User Experience Design Bootcamp - Part-Time Course - 18 Weeks

Applications now open for Toy Show Performers | The Late Late Toy Show – RTETAG &amp; SHARE with someone who has dreamed of performing on the Late Late Toy Show… Singing or dancing… Juggling or jiving… Telling jokes or amazing folks…THIS is your time to shine. It&#39;s that time of year again when we start preparing for the Toy Show and we are looking for boys and girls from all over the country to help make it the best one yet!If you are an astounding singer, a mind blowing dancer, have a passion for reading, explaining or creating, this could be your year. If you are funny, engaging or entertaining we want to hear from you!If you would like to be part of our show at the end of November then here’s what you have to do.Fill out the application form below and upload a video of you doing what you do best be it singing, dancing, juggling, making magic or telling us about your favourite toy.We will be travelling around the country in a few weeks meeting the best of the best to find the stars of this year’s Toy Show.But we need those completed application forms and videos! Sign up now because the closing date is September 27th.Good luck! Start your application <a href="https://www.rte.ie/tv/programmes/latelate/2019/0905/1074001-the-late-late-toy-show-auditions/">here.</a>

Applications open for performers on this year's 'Late Late Toy Show'

Had the absolute pleasure to hear a fantastic talk yesterday about neurodiversity in the workplace by Sara Jane Harvey from the UK, an active advocate for both the Autistic &amp; Differently Abled Community. Really opened my mind to the experiences of people living on the spectrum and got me thinking about how employers can help increase inclusion in the workplace through simple steps. I never realised how patterns on wallpapers and carpets appear to “move and swirl” for certain people and how lighting, specifically fluorescent lighting can have a very negative effect for a massive amount of autistic people who experience severe sensitivity to light.  Sara has a massive following as the Agony Autie on line and delivers content, interviews, podcasts and papers on Autistic identity, advocacy, health, wellbeing, culture &amp; pride. Well worth a follow. I particularly liked the suggestion to have a quiet space or room in the workplace where anyone struggling can have time out to relax or retreat when feeling overstimulated, a great place to safely calm down. Interesting to hear Sara say that there was possibly 10% of us in the room who have a neurodiversity but we are not even aware of it, we’re just coping and getting on with it as best we can in our jobs. For a lot of people though they just can’t get through the interview processes, the normal recruitment funnels that we’re all squeezed through. Why? Well they might not be able to make eye contact and this will come across negatively to the interviewer and they will probably have a problem sitting still, they may rock, pace, flap their hands, flick their fingers all of which may distract the interviewer who has no understanding of what’s going on. The reality is that the candidate may be extremely “able” for the job they are being interviewed for, but at that moment in time they are just being judged on how they are reacting in a very stressful situation, in a room that probably has fluorescent lighting and distracting objects. It may actually be better to take the candidate out into the garden if it was a nice day and just sit on a bench and have a chat about their abilities rather than reviewing them in “normal” interview environments. The reality is that autistic employees once they get through the door can bring valuable skills to the workplace. AsIam.ie an organisation that represents the Autism Community in Ireland list meticulous attention to detail, excellent memories and ability to excel at task-driven work as traits that a lot of autistic people have and that employers would love to have. However, getting by the interview process remains a massive challenge for many people on the spectrum. They report that up to 80% of autistic adults are either unemployed or underemployed. How can employers help? Well simple changes like eliminating any unpredictability to remove anxiety will help both autistic candidates and all candidates, so providing information about the location, clear instructions about the process, images of what the room will be like as well as details about who will be in attendance at the interview is a great place to start. Better still if you have some graphics or videos included on your website it will help to give the candidates a better sense of what to expect and how to prepare.  I think it’s great that Autistic individuals are known for giving direct and honest answers, what a brilliant trait! But it’s important that interviewers realise this and that they are not going to get the usual text book prepared answers in all cases, some candidate will be just trying to answer the questions as honest and best they can under pressure. They may also struggle to understand questions if the interviewer uses vague terms, generalisations and sarcasm. Questions should be asked using plain language, in a calm and clear tone and should include as much details as possible. Jokes or slang should be avoided.  Interviewers should also be aware that some people can be hypersensitive to touch, so they may not always get that strong handshake that traditionally we’re told is important. Unless handshakes are a requirement of the job we shouldn’t take this too seriously. We certainly shouldn’t judge a person on a strong or weak handshake, but more on their skills and ability to do the tasks involved in the job they are being interviewed for. In extreme cases a candidate may not accept your handshake at all, so be open minded and ready to respond in a calm way that it’s ok. The most important thing is that the candidate is treated with respect and in a manner that will enable them to relax, be themselves and perform to their true capabilities. I think all of the above changes will help everyone.

Autism talk at Rezoomo Rise opened my mind

Director & Ideation Manager

Pamela Doyle

PART-TIME BOOTCAMPDATA SCIENCEFutureproof your skillset with Machine Learning, R, Data Visualisation and PowerBIWHY JOIN THIS COURSE?This 18-week bootcamp teaches you the skills you need to deliver data science projects effectively. You learn the core skills and concepts in data science whilst advancing to topics like deep learning and natural language processing to enable you to meet modern business needs. Every week, you’ll do two evening sessions that blend lecture and labs to ensure you get practical experience that will help you become a successful data scientist.This unique accelerated Bootcamp covers the fundamentals that everyone will need in order to be successful in data science – data mining, data visualisation, data exploration, machine learning, AI and work practices. You will work on real datasets applying the latest techniques for arriving at conclusions and making predictions.WHO IS THIS COURSE FOR?The demand for data science skills has never been higher. Increasingly software engineers, web developers and product managers are embedding analytics and data mining capabilities within their deployments.This Bootcamp is ideal for people looking to acquire data science skills needed to stay ahead of the game – typically IT or finance professionals – risk, accountants, analysts – as well as business &amp; data analysts, researchers, academics and software engineers seeking to learn more, upskill and gain a competitive advantage from their data.LEARNING OUTCOMES<ul><li>Comfortable with a robust data science process and able to implement the process in your own projects</li><li>Able to analyse data using popular platforms (R, Power BI) and produce quality reports and conclusions</li><li>Benefit from practical industry-led workshops that cover the most popular technologies and platforms (R, Power BI) for data science and their application.</li><li>Well-versed in multiple models / algorithms that can be applied to make predictions and able to identify and apply the right ones for different data science challenges</li><li>Knowledgeable about techniques for working with and making predictions based on non-tabular data</li><li>Understand deep learning and natural language processing topics and their application</li><li>Apply learning to your own dataset and other pre-defined dataset challenges</li><li>Aware of further resources for continued self-learning</li></ul>Key learning areasDATA EXPLORATIONBy exploring your data you will uncover hidden trends and insights. Our faculty are skilled practitioners in R - the most prolific programming language for data science applications - and they will upskill you in bespoke packages for outlier detection, duplicate removal, generating frequency tables and more. Getting to know your data doesn&#39;t require in-depth programming skills, R is straightforward and we will teach you the basics before the course starts, so you can hit the ground running and build impeccable models by the end.MACHINE LEARNINGIncreasingly, ML is being employed by engineers in chatbots, automated vehicles, image detection, personal assistants and a plethora of finance and marketing avenues. Software engineers and data analysts are bringing machine learning and artificial intelligence solutions to bear, automating the analysis process. Our course will teach you the core statistical principles and algorithms for ML up to and including the basics of constructing convolutional neural networks (CNNs).DATA VISUALISATIONThere is an increasing need to extract value from data investments. Data Visualisation enables you to present your new knowledge clearly and persuasively. Participants learn about new tools and techniques that deliver state-of-the-art data visualisations quickly and easily. You learn from best practice and develop a workflow that takes you from raw data to impressive visuals using the latest tools including Charticulator and Data Illustrator.DATA ENGINEERING AND MACHINE LEARNING OPERATIONSLearn how to build and deliver end-to-end data and machine learning pipelines that take dirty or distributed data, consolidate it, build relevant features, train and retrain models, and publish for use in applications. The exploratory data analysis and machine learning workflows built throughout the course will be turned into scalable solutions that can fit into a production software environment. In practice, this means you will be able to lead and manage your own Data Science projects.For more information or to apply click <a href="http://bit.ly/2xiUMq0">here.</a>

Data Science Boot Camp - 18 Week Course - Part Time

Fancy being a Craft Stonemason and Stonecutter based at Charles Fort, Kinsale, Co. Cork? The Office of Public Works (OPW) is currently accepting applications.That’s right. Not only does the successful candidate get to work in a fulfilling, creative role, they will also have a historic 17th century bastion fort as their workplace. The role is based at Charles Fort and the stonemason will also be expected to travel to other areas of the district.But given that other properties under the control of the OPW National Monuments Service in the region include Barryscourt Castle, Mallow Castle and the Rock of Cashel, that doesn’t seem like much of a hardship.&lt;ad&gt;The pay is not bad either - between €643.52 and €790.78 per week, depending on experience and whether the candidate is an existing civil servant.The position is open to qualified and experienced candidates with an advanced certificate in Craft Stonecutting and Stonemasonry or Craft Brick and Stonelaying or equivalent.For anyone who does meet the requirements, you have until September 12 to apply.Information from the OPW Website<h2>Position - Craft Stonemason &amp; Stonecutter based at the OPW sub-depot, Charles Fort, Kinsale, Co. Cork in the National Monuments Service Mallow District.</h2>COMPETITION REF: 2019038The Office of Public Works (OPW) invites applications for the position of Craft Stonemason &amp; Stonecutter based at the OPW sub-depot, Charles Fort, Kinsale, Co. Cork in the National Monuments Service Mallow District.If you are interested in being considered for the above position and are satisfied that you meet the criteria as outlined in the Candidate Information Notice please complete an Application Form (which must be signed) and return to:&lt;ad&gt;RecruitmentHR Management (Operational) DivisionOffice of Public WorksJonathan Swift StreetTrimCo MeathC15 NX36The closing date for receipt of completed application forms is5.30PM, THURSDAY 12th SeptemberApplications received after this time will not be considered for the competition.Applications will not be accepted by email for this competition.The Office of Public Works is an Equal Opportunities Employer.The OPW will not be liable for any costs incurred in applying for the position and/or attending for interview.Please note that canvassing will disqualify.Candidate Information Booklet; <a href="https://www.opw.ie/en/media/2019038_Candidate%20Information%20Notice%20-%20Stonemason,%20Kinsale.pdf">CLICK HERE </a>To go to the OPW Recruitment Page; <a href="https://www.opw.ie/en/recruitment/current/articleheading,39752,en.html">CLICK HERE</a>

Craft Stonemason role based at Charles Fort, Kinsale up for grabs

Do you love Disney more than life itself? Do people consider you the “mom” of the group when you’re on vacation? Do you have more Mickey ears in your closet than you’d care to admit? If you answered yes to any of these questions, this might just be the perfect new career for you. Disney is searching for a team of park experts to make up their 2020 Disney Parks Moms Panel — a group devoted to helping future guests plan their best trip ever by answering their questions and giving advice at DisneyParksMomsPanel.com. A resource that’s been in place since 2008 (and now available in four different languages), the Disney Parks Moms Panel is comprised of more than just moms — anyone who has mastered the art of planning a Disney vacation is invited to apply, from grandparents to fun uncles to kid-free Disney fanatics. Panel members know the Disney brand inside and out — each specializing in either Walt Disney World, Disneyland, Disney Cruise Line or Disney Vacation Club — and know exactly what steps to take to make the most of any Disney experience. Their commitment includes answering approximately 10 to 20 questions per week, with each answer taking around 20 minutes to write.Members don’t get paid, but according to the Disney Parks Moms Panel website, they will be rewarded for their time and effort with a trip to either Walt Disney World or Disneyland for themselves and up to three family members. They’ll also get sent to Disney World in December for training. That said, the competition is stiff, with thousands of applications coming in every year for only a few positions. Think you’ve got what it takes? Applicants are required to be 18 years of age or older and have visited either Walt Disney World or Disneyland in the last 12 months. Those applying to specialize in Disney Cruise Line or Disney Vacation Club must have traveled in the last 24 months. Applications open on September 5 at noon EDT, and close not long after, on September 12 at noon EDT. Check your eligibility on the Disney Parks Moms Panel <a href="https://disneyparksmomspanel.disney.go.com/recruiting/eligibility-requirements">website.</a><a href="https://disneyparksmomspanel.disney.go.com/recruiting/search-begins-soon">APPLY HERE.</a>

Disney is now hiring for a Dream Job

User Experience Design Bootcamp - 18 Week Part-Time Course

Money, money, money. A taboo subject for many working professionals. But it doesn’t have to be this way. You want your job advertisement to convey so much to a candidate in such a short space. What the requirements are, why they should work for you and what makes your company unique. Then we expect candidates to flood in with their CV’s without touching on the biggest motivating factor – the salary. Attracting the best candidates – The pros and consYou may be concerned that by listing a salary range on a job advertisement it will put you at a disadvantage when it comes to negotiating your offer. Perhaps you are concerned that a stream of under qualified candidates will apply for your job just because the salary is attractive. However, there is a far bigger concern at hand here. You want to attract the very best candidates to apply for your job vacancy. The problem is that they may completely skip past your job advertisement. And here’s why…Candidates value compensation above everything elseA study conducted by <a href="https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap">LinkedIn highlighted compensation</a> (salary and perks - 61%) as the most important part of a job specification, with qualifications, job details and performance goals all being viewed as less important. If you feel that the salary range on your job advertisement is nothing to shout about you can still attract top talent by informing them of the other perks that come with the job which may include fuel allowances, healthcare or a company car. Salary is a leading reason for employees leaving a companyResearch conducted by <a href="https://www.payscale.com/cbpr">Payscale.com</a> found a leading reason that employees leave companies is to ‘seek higher pay elsewhere.’ When recruiting for mid to senior level positions that requires an experienced professional or candidates with a specific skillset, the likelihood of your target candidate being employed is extremely high. This is compounded by the fact that the unemployment rate in Ireland is below 5%. With the study by Payscale.com in mind, having your salary made public will entice those specialised candidates who are already employed to apply for your job.Massive risk of eliminating qualified candidatesSMART Recruit Online completed <a href="https://www.payscale.com/compensation-today/2015/02/should-you-include-salary-in-job-advertisements">a study</a> which found that job advertisements that listed the salary range received over 30% more applicants. In addition to this research, UK careers site Jobsite discovered that the drop off rates for job advertisements with salary information is between 25% to 35%. I know you may be thinking that quality far outweighs quantity, but just consider this – how many qualified candidates are within these percentages? Target passive job seekers effectively Out of the entire workforce of job seekers, passive job seekers make up 70%, with active job seekers making up the remainder. Passive job seekers are those not necessarily looking for a new job, but when an attractive opportunity comes their way they take interest and apply. A big part of what we do at JobAlert.ie is filling employer vacancies quickly by targeting passive job seekers on our social media pages – where we have a following of nearly 300,000 people. Through our own experience we have found great success for our clients by tweaking job advertisements to highlight the salary and perks.Beat the competition and attract top candidatesListing the salary on your job advertisement is an opportunity for your company to stand out from the competition when hiring. There is a growing trend for companies to only discuss the salary range during the interview stage. This means that organisations are shying away from publicly making salary information available. Use this to your advantage and stand out from the crowd. Save time and streamline the entire hiring processBeing up front about salary expectations saves you and the candidate valuable time. Screening applications and setting up interviews can be a complete waste of time when you find out at the last minute that the salary scale is too low for the candidate. By sharing the salary range on your job advertisement it will streamline the entire hiring process by filtering out candidates who wouldn’t apply for your job vacancy in the first place. Attracting talented millennials Jennifer Deal, the author of <a href="https://www.ccl.org/millennials-want-work/">‘What Millennials Want from Work’ </a>went in to great detail about the openness millennials have in discussing compensation with their friends and family. Jennifer’s research found that 71% of millennials will talk to their parents about compensation, with 47% having open conversations with their friends on the topic. In contrast, baby boomers and Generation X staff are far less likely to discuss compensation with their co-workers (19%), friends (24%) or parents (31%).” If you are looking to attract top talent emerging from the workforce it makes perfect sense to be completely up front about salary. By adding the salary to your job advertisements it will ensure that more informed candidates apply for your available positions. This opens the door for a more transparent work environment at the earliest possible stage for your future employees, which will translate in to a more honest and trusting company culture over time.

Latest Posts